Hiring the best and brightest presumes that you, the employer are the best and most successful.
On both sides of the table, society constantly pushes us to think we're number 1 when we're really not. Non-top-tier companies and top-tier companies shouldn't have the same hiring practices. Nor should non-top-tier applicants and top-tier applicants have the same recruiting strategies.
Can we all stop pretending to be something we're not? The world operates on a normal curve and not everyone can be the 1%.
That said, if you are the top employer, I think a great metric is simply to gauge the time an audition takes. A technical problem for the best and brightest might take a couple of hours, whereas for someone less qualified it takes much longer. And this exercise should come with suggested timing to weed out people who know they're not able to crack it in the allotted period.
I think this could be a way to not have long term auditions, because what you've done is focused on creating a quality-assessment (difficulty of problem) as opposed to a quantity-assessment (length of time).
I disagree with what other commenters have said; having anything but long term auditions will not sufficiently gauge fit with corporate culture. But hey if you're going around the world to hire remote workers, culture is probably not your top priority anyways.
On both sides of the table, society constantly pushes us to think we're number 1 when we're really not. Non-top-tier companies and top-tier companies shouldn't have the same hiring practices. Nor should non-top-tier applicants and top-tier applicants have the same recruiting strategies.
Can we all stop pretending to be something we're not? The world operates on a normal curve and not everyone can be the 1%.
That said, if you are the top employer, I think a great metric is simply to gauge the time an audition takes. A technical problem for the best and brightest might take a couple of hours, whereas for someone less qualified it takes much longer. And this exercise should come with suggested timing to weed out people who know they're not able to crack it in the allotted period.
I think this could be a way to not have long term auditions, because what you've done is focused on creating a quality-assessment (difficulty of problem) as opposed to a quantity-assessment (length of time).
I disagree with what other commenters have said; having anything but long term auditions will not sufficiently gauge fit with corporate culture. But hey if you're going around the world to hire remote workers, culture is probably not your top priority anyways.